tv [untitled] April 22, 2015 3:30pm-4:01pm PDT
mentioned the racist homophobic texts report reported to your office and do you have suggestion on what type of training is needed for unconious bias and of the racism and built into that and it's an open ended question. >> yes thank you supervisor mar. it's the occ's strong recommendation that the san francisco police department all officers engage in training that involves learning about the science of implicit bias as well as and it is my understanding from chief suhr that they're going to begin that training in may, but i think it's important that the training also (paused)
>> >> and that facilitator felt it was important to get viewpoints not just from the department that is caused the community distress but to also include members of that community who have been aggrieved and some outside persons. as a matter of fact at that training which was in palo alto some members of the san francisco police department were invited to attend the training as well so there was a broad diversity. >> okay. thank you for those suggestions. my other question is more on your staffing so my understanding is that the city charter guarantees minimum
staffing for the of cc and it's at one investigator for every 150 police officers and i know that there are significant challenges based on the huge number of complaints and the 728 cases but i'm wondering if you could talk about your -- especially the investigators challenges. i think supervisor campos brought up the question whether we have enough adequate investigators within your department but if you could talk about those challenges? >> yes, the charter does set a floor, and the number of sworn officers is divided by 150 and that floor at this time i think yields about 14 investigators, but the control's report in 2007 said that may not be the end of the story so to speak that best
practices is 16 cases per investigator so those are the challenges. the challenges is that the floor doesn't satisfy the occ's need for a manageable case load. additionally because of the formula that is used with the budget give eghtd and takeeth away and in regard to attrition and step adjustments. that also frustrates the occ's ability to have a reasonable number of investigators, and so those have been our challenges. as i said earlier the case load is about 24 cases per investigator, but again when an investigator has a high profile case what we do with that investigator we remove a lot of their cases from them so they have a case load of 10 or 11 cases and that means that the other cases go to other
investigator additionally they not only interview witnesses and going out in the field et cetera but they do what is called intake so that means that complainants can walk into the occ during regular business hours and they are interviewed. they can also phone in for their interviews, and so the investigators who have the officer involved shootings or another high profile case they are relieved from intake so that means the remaining 10 or so investigators or 12 investigators are having to do intake once a week or so because there is intake and back up or every other week so it's like squeezing a balloon. >> seems like administrative support i am just wondering if some of the bar bers of the
lack of -- barriers of lack of administrative support and other support for your office. >> well, the occ has a small clerical support staff and that clerical support staff the service that they provide is sending out disposition letters to complainants and to officers, and some other functions that aren't specific to a particular investigator, so investigators are not assigned a clerical person to assist them with things like faxing information to the police department, notices of interviews, et cetera. this is something that the investigators are having to do so they're spending a significant amount of their time on this work. they type their
own sustained reports, and same with the attorneys. there are 3.75 attorneys on staff. they don't have clerical support either. the other support that the occ was never provided in its budget was money to contract with the department of human resources for personnel services and i am reminded of that that we don't have that support in our budget, nor do we have a budget staff person at the occ and so it's performed by staff other than designated budget staff. >> this is by last question. i know supervisor tang and yee and i are all engaged in improving our language access ordinance, and ensuring that there's language abilities in departments. i notice that on
slide 14 the case intakes by language there's very few by chinese, spanish speaking russian and koreanian and i am wondering about the language capacity and how you address that? i guess if there is more language capacity we might see case intakes that reflect more of the language diversity of the city because it's my understanding over 40 to 50% of the population speak a language other than english in the home. >> well, supervisor mar we do have two investigators on staff who are native spanish speakers, and they might argue with you that they do have a robust case load in addition of course to the spanish speaking complaintants that they
interview that they conduct their investigations -- they conduct english language investigations as well, but i think the question maybe more about outreach and if we could engage in additional outreach, in particular when i look at our language access around mandarin or cantonese we only have one investigator who speaks the dialect of cantonese but and we have other staff but it's not -- who are fluent in mandarin and cantonese and berm ease and it's not the same as having an investigator. >> >> and if we do receive a complaint in a language that an
investigator doesn't speak of course we use language line and the entire staff just went through training on language line use just last week, and they have done so before. >> thank you so much ms. hicks. >> you're welcome. >> thank you director hicks. colleagues any further questions? thank you for your presentation. >> thank you. >> up next -- apologies chief hayes white and the fire department. thank you for being here. >> thank you chair farrell. good afternoon members. committee. joanne hayes white and assisted by mark corso. you will have the presentation provided to you in hard copy and then we're going to set up it but i would like to get started first of all by thanking for the opportunity recognizing our
analyst from the mayor's office of budget and kate howard. we're working closely with the mayor's budget office on this year's budget and have an opportunity to restore and rebuild some of the department that we had to reduce in sort of the lean economic years. we will go ahead and get started. today i wanted to talk about -- i have 14 slides for you. what i am going to talk about the overall operational trends and you can see on the slide that is before you. those are some of the areas we will highlight and i am happy to answer questions at the conclusion or during the presentation. so starting off with the operational trends as you know san francisco is in a growth period and we're currently at our highest day time work force population and night time resident population in the city's history which is a good thing but it presents challenges for all of us. it
manifested in increased call volume for the department. this shows over the course of the last decade calls look like. the major driver is our increase in medical calls. if we project out the remainder of 2015 at current levels we would see a 9% over 2014. we have been busy in the first quarter of the year and 15% increase in the last five years and means that our ems system has been strained both on the ambulance side and the suppression side and it's not just an ambulance showing up but a team approach and a fire truck is dispatched to start the triage and the symptoms the patient is having. i would like to talk about our work group. i believe all are aware of it and in support of it and born out
of the mayor's office. would like to credit kate howard for that. we received partial funding last year and we knew with the population growth and calls we would be strained. there is now empirical data that we need additional resources and through collaboration and great work from the mayor's budget office president breed participated. our fire commission has been supportive. members of the department as well as the controller's office and how to sustain the growth. >> >> as you know we provide ems service. in addition there are two private ones and king american and american medical response and did better work through this concept in making sure their resources work well with ours in terms of peak
periods and staffing and we had a huge issue last summer and increase the call volume and the guidelines we would like to provide to the residents and the visitors as well of the city but i think the work group has gotten off to a great start and i am happy to provide more information on that because we are seeing a reduction in those ambulance response times. there's basically and i will get into it further there are basically three thresholds we try to adhere to and i will talk about that in another slide so there is work to continue on the system. (paused).
. >> >> and the blue line representos average whereas the red line is the ninth percentile in terms when we -- ninetieth percentile and we have more fire engines than ambulances and we looking at a four and a half minute response time and when the trained dispatchers hit -- enter the call for us to respond to. >> >> so generally speaking we have been able to meet in the ninetieth percentile about five minutes -- that goal. four minutes and 30 seconds has been
challenging for us and discussions we will look at revisiting that. we know in most of the state that first responder time frame is five minutes which we would be in very good shape and due to increased population and more people and cars on the streets and we want to get there as safely as we can during our emergency response. the next interval we look at is the seven minute threshold and for als response interval. the clock responds when you have a paramedic trained person so scene and generally we have met that over the last 10 years. we have a spike last summer but it's coming down again and a paramedic on als or life support
engine or a riewfing in an ambulance and just to give the difference of the terms bls is what most of the san francisco firefighters are trained at and basic life support. i have a basic life support skill. i'm an emt and we can do medical interventions and primarily what we respond to any given day. als is for advanceed life support and it's paramedic license the by the state and we're able to perform more difficulty emergency interventions and starting an intravenous line or inbaiting someone and doing something invasive in the field before going to the hospital and this next slide received a lot of attention over the last 10
months rightfully so when we saw the up tick that we didn't want to see and the ambulances arriving at the scene and we were in the six minute range and then got up to eight minutes on average and in the ninetieth percentile we went from 11 minutes and in june and july about 14 minutes in that area. i am happy to report with the good work of the work group in terms of the data analysis that the controller's office is helps out and we getting help on that and the fact that we hired 35 emts and hit the streets and our fleet is performing better because it's less time for maintenance and repair. all of that is heading in the right direction. in this fiscal year we were able to add 40 new emts and in training and graduate next month on may 22 and assist
with getting us back to the numbers we're comfortable with and in terms of having an ambulance on scene to transport. this slide depicts our hiring and staffing. for the last decade the department incorporated more time in the staffing model and for efficiency during the budget years that were difficult. the practice allowed us to have reductions while meeting our minimum staffing requirements and relies on overtime is fiscally -- [inaudible] it's difficult for us and meant mandatory overtime -- chair farrell did you have a question? >> i'm sorry. i am going bato the other slide and if you do think you adding quat staffing levels to keep it where it is?
>> i think we will get better. we have submitted our baseline budget and just to cut to the chase we asked for $11.6 million in enhancements which i can go over that and a portion is to become more efficient so just as a quick example to have a logistical support division out with the ems system and opposed to having the pair medrics -- paramedics responsible for stocking and we have a store keeper to do those functions and they can get on the streets faster to the work they need to do. >> okay. thanks. >> so when the good news is like chief suhr did we're staffing back up as well so the overtime model mod work wld we needed do
but we are hiring for people that retire and we will see an increase and see 250 and 300 members retire soon and so we want a staffing plan thal meet that and the mayor has prioritized public safety and established a hiring plan soon after becoming mayor but he's actually lengthened hiring plan and similar to the police department. we don't have as many classes coming in but between now and 2020 there is a class of 54 members come in once every august. recently a class was addinged for next year and we have seen 30 and 40 retirements and it might double in the next years so we want to be ready for that. the other thing on this slide in 2005 we
had approximately 1618 uniform the f.t.e. and currently we're at 1521 and we're building back up but we had a low of 1348 so good work is getting the firefighters and emts and paramedics back on the streets. regarding our fleet i mentioned we did take delivery of 19 ambulances recently. we have now more ambulances in our fleet than i can recall since i think since the emf division was brought up from the department of public health in 1997 and taken delivery of 10 imagines and six -- 10 engines and six trucks. >> >> and this is something we talked to the mayor about. it's a huge investment. it's not like buying a sed an. the cost
of (paused). . we have not been funded to keep up with that plan but we do have commitments from the mayor's office that for example we have asked to play catch up and asked for $50 million to get to where we need to get. there are standards that we should adhere to that the national fire protection agency calls for. >> >> and we have rigs on the streets beyond what the guidelines say should be used as a front line apparatus. we
were given $50 million and we were given the information and only $17 million is in the budget for fleet so the $50 million request is unreasonable and we get that but the good news we will work with the mayor's office to obviously not get it in one year but a phased approach to get us back on track because we did have years we had a lot of rigs coming in but they need to be retired at the same time so we want to get back to a plan where we're able to make it reasonable year in and year out. related to facilities and capital. the department operates 50 facilities and three at the airport and operate around the clock and many of the facility issues we encounter are direct health and safety issues because we have people occupying them
24/7 and blessed to be the recipients of general obligation bond funding and that chipped a wat at much of the work that needs to be done before this there was an analysis done -- not by our department but objective party and there is that amount of differed maintenance and we have lots projects that will be touched through the bonds. what is highlighted here is that the break down 73 million went for the facilities in the 2010 bond. 85 million in 2014 and it goes from -- you see some of the neighborhood fire stations. they need exterior and interior paint. that has been taken care of and roofs and windows and health issues and seismic bond and station on turk and
supervisor breed and 16 in your district supervisor farrell were addressed from a seismic standpoint and the recommendation those should be taken down completely and rebuilt and that's where must of that is going and we have a good working relationship with dpw on those projects. the next one are growing city, the changes that the city will go through and have impact on the demand for services. part of the demand is accounting for the future and the new developments that we see as well as -- i would echo what supervisor wiener said in terms it's a great time for the city but when it comes to a planning perspective when looking at any infrastructure whether it's transportation or public safety there should be an analysis what it means for the men and women of every department really and how that is going to work and
be as seamless as it can be so we're working closely with the mayor's office as well as other city departments. in fact i was at a meeting this morning with the mayor. puc was there and dpw and planning to talk about the permittingly process which could be frustrating and we are working with the mayor's office to develop a sustainable system with the ambulances that i talked about to better serve the publix needs. we. >> >> also looking forward to getting the ems division, the facility at 1415 evans and meant to be a temporary facility but hopefully you will see that on the 2016 health bond because they need and deserve a new division there. continue needs
of a growing city and chief suhr mentioned it and the first time we coexist on the same campus. we have station four which is nine full time employees working there to protect the mission bay area which as everyone knows is growing rapidly and we're also at the table which we weren't before. we learned some lessons in regard to candlestick and hunters point and want to be there and i want to credit supervisor wiener for asking the departments to coordinate and collaborate and so we're looking at big projects and including treasure island and candlestick point and hunters point and mark merced so we're -- park merced and looking at it and the future holds for the city departments. and current challenges we talked about it a little bit already.
what we're looking at when we had the lean budget years and had to reduce we were committed to keeping the operations side as in tact as possible and we cut the fire investigation operations which we're rebuilding which is important. what was decimated is the ad min side of the house and some of the criticism we received is rightly deserved in terms of planning. we were great putting out the fires whether property fires or day to fires in the department but in terms of a 3-5 year plan we don't have one that i am proud of so we gotten support not only from the mayor's budget office but the budget analyst we're absent a strategic planning entity, a policy person so we will -- we are asking the budget to restore some of the positions and enhance some of the positions.
in addition to it and i know it's a big issue for many of you. it's important to know and we're working closely with the director, but our headquarters does not have wi-fi. none of the 50 facilities have wi-fi they talked about. it's the cost of doing business. we have a very small it staff and they don't do anything remotely and they have to visit the stations with issues or upgrades and it's duly noted and i think most people are surprised to hear that and we were told it's happening soon but it could go a long way in us becoming more efficient and we also have ipads for the chiefs and there is problems with that because of the connectivity issues. >> i know supervisor wiener has has name on the roster. i just want to say as we go forward into budget season similar to the way with the
police department and fire department is essential for the city and the men and women you lead whether it be the response times we're talking about last year or serving new communities. i want to make sure it's a priority from my perspective that we fully staff and have a plan to fully staff the fire department as you see fit and others see fit in the department so look forward to that discussion when you come back and so forth whether it's before or after the mayor's budget and have that discussion and talk about long-term planning and it's essential for the residents and everyone would support that. supervisor wiener. >> thank you. i have a few comments. first the last point you made i am sort of surprised to hear there is no wi-fi in any fire department facility. >> so a member can come in and surf on their own personnel computer if they want to -- >> right they have to use their data to do that. >>